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c
e
o
r
r
e
f
e
r
r
a
l
t
o
157
a
r
e
p
u
t
a
b
l
e
w
o
r
k
e
r
s
c
o
m
p
e
n
s
a
t
i
o
n
a
t
t
o
r
n
e
y
158
,
c
a
l
l
o
u
r
s
t
a
f
f
a
t
t
h
e
C
E
A
o
f
f
i
c
e
:
5
6
2
-
4
159
3
3
-
6
9
8
3
.
C
a
n
t
h
e
C
i
t
y
160
D
e
n
y
Y
o
u
r
U
s
e
o
f
V
a
c
161
a
t
i
o
n
?
162
Alm
ost
all
per
man
ent
publ
ic
emp
loye
es
are
prov
ided
mon
thly
allot
men
ts of
vaca
tion
time
.
So,
it
follo
163
ws
that
you
sho
uld
be
able
to
USE
your
vaca
tion
time
,
doe
sn’t
it?
In
the
“old
days
” –
befo
re
mos
t
publ
ic
age
ncie
s
wer
e
und
erst
affe
164
d --
ever
yon
e
see
med
to
agre
e on
the
basi
c
prin
cipl
e
that
vaca
tion
s
are
goo
d
for
bot
h
labo
r
and
man
age
men
t.
Emp
loye
es
who
165
take
time
to
rest
and
“rec
reat
e”
are,
ulti
mat
ely,
mor
e
pro
duct
ive
emp
loye
es.
Tod
ay,
how
ever
,
incr
easi
ng
num
bers
of
peo
ple
are
havi
166
ng
diffi
cult
y
sche
duli
ng
vaca
tion
time
off.
Som
etim
es
this
pro
ble
m is
self-
imp
ose
d.
Res
pon
sible
emp
loye
es
hav
e so
muc
h
wor
k to
do
167
that
they
are
relu
ctan
t to
leav
e it,
eith
er
for
fear
that
som
ethi
ng
cata
stro
phic
may
hap
pen
in
thei
r
abs
enc
e or
fear
that
the
wor
k
load
will
be
168
intol
erab
le
whe
n
the
retu
rn.
But
som
etim
es,
it is
caus
ed
by
Man
ager
s,
who
are
resp
onsi
ble
for
acco
mpli
shin
g
the
sam
e
num
ber
of
task
169
s,
des
pite
a
dimi
nish
ing
wor
kfor
ce.
The
end
resu
lt is
the
sam
e:
you
are
prov
ided
a
neg
otia
ted
ben
efit,
but
not
reall
y
able
to
use
it
170
Ther
e
are
a
wid
e
rang
e of
solu
tion
s to
the
pro
ble
m.
Obvi
ousl
y, if
YOU
are
the
one
telli
ng
your
self
that
“yo
u
can’
t
take
a
vaca
tion,
”
171
you
can
eith
er
just
cha
nge
your
min
d
and
take
one,
or
you
can
eng
age
in
som
e
disc
ussi
on
with
Man
age
men
t
abo
ut
the
stru
ctur
e of
your
172
job
whi
ch
leav
es
you
so
bur
den
ed.
Trul
y,
no
one
is
indi
spe
nsa
ble;
the
pro
ble
m
CAN
BE
wor
ked
out.
If
you
nee
d
assi
stan
ce
talki
173
ng
to
the
City,
feel
free
to
call
your
asso
ciati
on
staff
.
If
the
pro
ble
m is
that
som
eon
e
abo
ve
you
won
’t let
you
use
your
vaca
tion,
you
174
may
hav
e a
legit
imat
e
grie
van
ce.
You
DO
hav
e
the
righ
t to
take
leav
e
time
,
des
pite
the
fact
that
mos
t
MO
Us
say
that
that
sche
duli
ng
175
will
be
bas
ed
on
the
mut
ual
agre
eme
nt
of
the
emp
loye
e
and
sup
ervi
sor.
If
you
rout
inel
y
put
in
for
time
off,
but
are
deni
ed,
this
is
176
not
“mu
tual
agre
eme
nt!”
Feel
free
to
call
your
unio
n
rep
for
assi
stan
ce,
but
mak
e
sure
you
hav
e
kept
goo
d
reco
rds.
Man
ager
s
nor
mall
y
177
den
y
the
seve
rity
of
this
pro
ble
m.
One
Sol
utio
n: A
Vac
atio
n
Bid
din
g
Sys
tem
One
of
the
solu
tion
s to
vaca
178
tion
sche
duli
ng
pro
ble
ms
is to
com
e up
with
a
bidd
ing
syst
em.
The
se
are
rout
inel
y
use
d in
Tran
spor
tati
on
or
Poli
ce
Dep
art
men
ts,
whe
179
re
sche
duli
ng is
very
tigh
t
and
/or
ope
rati
ons
mus
t be
mai
ntai
ned
24
hou
rs a
day.
This
kind
of a
syst
em,
usu
ally
bas
ed
on
seni
orit
y,
req
uire
180
s
that
peo
ple
desi
gnat
e
thei
r
vaca
tion
“pic
ks”
well
in
adv
anc
e.
Ther
e
are
ofte
n
disp
utes
abo
ut
ope
rati
ons
of
bidd
ing
syst
ems
, but
181
they
DO
mak
e
sure
that
ever
yon
e
gets
som
e
time
off.
(It is
perf
ectl
y
lega
l for
man
age
men
t to
“bla
ck
out”
cert
ain
time
s of
the
mon
th
or
182
year
for
vaca
tion
s.
But
it is
not
lega
l for
the
m
to
blac
k
out
so
muc
h
time
that
you
can
NEV
ER
take
time
off…
)
An
oth
er
Sol
utio
n:
183
Vac
atio
n
“Pa
y
Out
s”
Ano
ther
“sol
utio
n”
doe
sn’t
solv
e
the
time
off
pro
ble
m at
all,
but
it
doe
s
ens
ure
emp
loye
rs
com
pen
184
sate
emp
loye
es
for
the
vaca
tion
they
don’
t get
to
take
.
This
is by
allo
win
g
year
ly
“pa
y-
outs
” of
time
whi
ch
has
pile
d up
in
your
leav
e
ban
185
k
unu
sed.
Man
age
men
t
can
agre
e to
allo
w
som
e
pay-
outs
as
the
resu
lt of
a
grie
van
ce
whe
re
emp
loye
es
prov
e
that
they
hav
e
186
bee
n
deni
ed
the
righ
t to
use
vaca
tion.
Or,
a
pay-
out
syst
em
can
be
neg
otia
ted
as
part
of
cont
ract
barg
aini
ng.
Usu
ally
such
a
prog
ram
req
187
uire
s
that
emp
loye
es
use
som
e of
thei
r
leav
e
befo
re
they
can
cash
out
the
rem
aind
er.
It
also
usu
ally
req
uire
s
som
e
sort
of
sup
ervi
188
sory
agre
eme
nt
that
the
emp
loye
e
has
had
legit
imat
e
diffi
cult
y in
sche
duli
ng
time
off.
You
r
Vac
atio
n
Tim
e is
You
r
Pro
per
ty
189
By
law,
onc
e
you
hav
e
accr
ued
vaca
tion,
it
bec
ome
s
your
pro
pert
y.
Wh
en
you
leav
e
the
emp
loye
r
you
mus
t be
paid
for
that
accr
ued
190
leav
e.
To
limit
this
“lia
bilit
y,”
emp
loye
rs
esta
blis
h
limit
s or
“cap
s”
on
the
amo
unt
of
leav
e
time
you
may
accr
ue.
(Bot
h
the
amo
unt
of
191
mon
thly
accr
uals
and
the
“cap
s”
are
neg
otia
ble,
by
the
way
…)
It is
lega
l for
you
r
emp
loye
r to
disc
onti
nue
you
r
mo
nthl
y
accr
uals
whe
n
192
you
reac
h
the
cap.
This
is
why
som
e
agre
eme
nt
on
ann
ual
“cas
h-
outs
”
may
be
imp
orta
nt
to
you
and
your
co-
wor
kers
.
Bec
aus
193
e
vaca
tion
is
trea
ted
muc
h
like
pro
pert
y
und
er
the
law,
if
the
City
fails
to
enfo
rce
the
cap
and
allo
ws
peo
ple
to
accr
ue
mor
e
hou
194
rs
than
the
poli
cy
prov
ides
for,
thos
e
hou
rs
bec
ome
the
pro
pert
y of
the
emp
loye
e.
You
mus
t be
allo
wed
to
use
the
m
or
cash
the
m
out
195
whe
n
you
leav
e.
The
City
can
also
req
uire
that
you
use
the
exce
ss
leav
e or
acce
pt
pay
men
t for
it.
But,
they
can
not
insti
tute
a
“use
it or
lose
it”
196
poli
cy
for
accr
ued
vaca
tion
whi
ch is
und
er
the
neg
otia
ted
“cap
.”
Cal
PE
RS
Re
po
rts
Be
st
Inv
est
me
197
nt
Re
tur
ns
in
14
Ye
ars
Calif
orni
a’s
eco
no
my
may
be
stag
nan
t,
but
the
stoc
k
mar
ket
is
coo
king
!
Last
mo
nth,
198
CalP
ERS
rep
orte
d a
20.6
5%
gain
in
its
inve
stm
ents
–
the
larg
est
incr
eas
e in
14
year
s.
Eve
n
PER
S’
real
esta
te
port
foli
o
rose
10.2
%,
199
alth
oug
h
resi
den
tial
hou
sing
pric
es
are
still
slip
ping
.
Alth
oug
h
thes
e
nu
mbe
rs
say
som
ethi
ng
abo
ut
the
curi
ous
“dis
con
200
nect
”
bet
wee
n
reali
ty
and
the
stoc
k
mar
ket,
they
are
rele
vant
to
publ
ic
emp
loye
e
unio
ns.
This
is
bec
aus
e
emp
loye
rs’
PER
S
201
cont
ribu
tion
s
are
red
uce
d
whe
n
PER
S
stoc
k
mar
ket
inco
me
rise
s.
Thr
oug
hou
t
the
’90s
man
y
age
ncie
s
mad
e no
PER
S
202
cont
ribu
tion
s at
all
bec
aus
e
the
Fun
d’s
inve
stm
ents
wer
e
doin
g so
well
.
Wit
h
the
cras
h in
’08,
emp
loye
rs’
rate
s
beg
an
to
rise
203
dra
mat
icall
y.
No
w
they
sho
uld
begi
n to
dro
p,
just
as
dra
mat
icall
y.
L
a
b
o
r
204
R
el
a
ti
o
n
s
U
p
d
a
t
e
s
…
205
The
foll
owi
ng
are
som
e
maj
or
lega
l
deci
sion
s
whi
ch
imp
rove
the
righ
ts of
publ
ic
emp
loye
es.
If
YOU
hav
e a
que
stio
n
plea
se
call
206
asso
ciati
on
staff
at
(562
)
433-
698
3 or
cea
@ci
tye
mpl
oye
es.n
et.
Cou
rt
Com
pels
City
to
Con
duct
Disc
iplin
ary
Hea
207
ring;
Emp
loye
e
Not
Barr
ed
fro
m
App
eali
ng
Ter
min
atio
n
Bec
aus
e
She
Reti
red
The
City
of
Fres
no
has
been
orde
red
to
provi
de a
pre-
disci
plina
ry
208
heari
ng
for
an
empl
oyee
who
filed
the
appe
al of
her
term
inati
on
one
day
late.
The
empl
oyee
recei
ved
notic
e of
term
inati
on
for
alleg
edly
acce
ssing
polic
e
depa
rtme
nt
files
for
pers
209
onal
use
and
for
“ma
king
false
state
men
ts,”
whe
n
ques
tione
d
abou
t
this.
The
muni
cipal
code
requi
red
that
her
appe
al be
filed
withi
n 15
days
of
recei
ving
notic
e of
the
term
inati
on.
210
After
she
recei
ved
the
notic
e,
she
cont
acte
d her
unio
n
repr
esen
tativ
e,
but
he
did
not
resp
ond.
She
then
sche
dule
d an
appo
intm
ent
with
an
empl
oym
ent
law
attor
ney,
who
canc
211
elled
the
appo
intm
ent
at
the
last
minu
te.
She
finall
y
filed
the
appe
al
hers
elf –
one
day
late.
The
City
deni
ed
the
empl
oyee
’s
requ
est
for a
heari
ng,
on
grou
nds
that
her
212
requ
est
was
tardy
. She
then
soug
ht
legal
assis
tanc
e
and,
at
the
sam
e
time,
filed
for
retir
eme
nt.
The
Cour
t
foun
d in
favor
of
this
empl
oyee
and
advis
ed
the
City
that
it
213
must
214
allo
215
w for
216
“goo
217
d-
caus
e
exce
ption
s” in
their
admi
nistr
ative
proc
edur
es if
the
“fun
dam
ental
right
of
conti
nued
empl
oym
ent”
is at
issue
.
The
City
appe
aled,
argui
ng
that
218
the
empl
oyee
had
alrea
dy
retir
ed,
so
the
ques
tion
of
her
right
to a
heari
ng
was
moo
t.
The
Appe
als
Cour
t
uphe
ld
the
lowe
r
cour
t’s
decis
ion,
sayin
g
that
the
empl
oyee
219
’s
actio
n to
file
for
retir
eme
nt,
whil
e her
appe
al
was
pend
ing,
was
irrel
evan
t.
She
was
gran
ted a
heari
ng
befo
re
the
City’
s
Civil
Servi
ce
Com
missi
on …
and
provi
ded
back
pay
220
until
the
heari
ng
was
com
plete
d.
No
Priv
acy
in a
Rail
way
Cab
The
Los
Ange
les
Coun
ty
Supe
rior
Cour
t has
ruled
that
the
Rail
Auth
ority’
s use
of
audi
o
and
vide
o
moni
221
torin
g
equi
pme
nt in
train
cabs
is
perf
ectly
lawf
ul.
The
Engi
neer
s’
Unio
n,
and
one
indiv
idual
engi
neer,
sued
Metr
olink
,
argui
ng
that
the
use
of
such
moni
tors
was
an
invas
ion
222
of
the
engi
neer
s’
“reas
onab
le
expe
ctati
on of
priva
cy.”
The
Cour
t
uphe
ld
the
empl
oyer’
s
right
to
moni
tor:
ther
e is
no
“exp
ectat
ion
of
priva
cy”
in a
publi
cly-
own
ed
223
vehic
le.
Emp
loye
e
Wh
o
Fails
to
Prov
ide
Pro
of
of
Me
dica
l
Con
ditio
n
CAN
BE
Ter
min
ated
.
A
fede
ral
empl
224
oyee
appli
ed
for
the
posit
ion
of
direc
tor
of a
child
deve
lopm
ent
cent
er.
Whe
n
she
was
not
selec
ted
for
the
posit
ion,
she
filed
a
com
plain
t
with
the
EEO
C
(Equ
al
Empl
225
oym
ent
Opp
ortu
nity
Com
missi
on)
allegi
ng
racia
l
discr
imin
ation
.
Imm
ediat
ely
after
this,
she
requ
este
d
120
leav
e
days,
purs
uant
to
the
Fami
ly
Medi
cal
Leav
e Act
(FML
A).
226
The
requ
est
was
acco
mpa
nied
by a
lette
r
from
her
doct
or,
sayin
g
that
she
had
“pos
t-
trau
mati
c
stres
s
disor
der,”
need
ed
ther
apy,
bed
rest,
two
pres
cripti
on
medi
catio
ns
227
and
120
days
off
work
.
The
empl
oyee
’s
supe
rviso
r
told
her
that
the
docu
men
ts
were
insuf
ficie
nt,
and
requ
este
d
mor
e
infor
mati
on.
She
faile
d to
provi
de
addit
ional
228
infor
mati
on,
but
took
the
leav
e
any
way.
The
empl
oyer
term
inate
d
her,
for
bein
g
AWO
L
(abs
ent
with
out
leav
e.)
The
empl
oyee
sued
for
unla
wful
rem
oval
from
empl
oym
229
ent
in
viola
tion
of
the
FML
A.
The
Cour
t
foun
d in
favor
of
the
empl
oyer,
sayin
g
that
it did
have
the
right
to
ask
for
mor
e
medi
cal
infor
mati
on.
FML
A
medi
cal
certif
icati
230
on is
consi
dere
d
“suff
icien
t”
unde
r the
law
if it
state
s
“app
ropri
ate
medi
cal
facts
withi
n the
kno
wled
ge of
the
healt
h
care
provi
der
rega
rding
the
cond
ition.
”
The
Cour
t
said
that
231
this
empl
oyee
’s
certif
icati
on
was
inad
equa
te
beca
use
it did
not
expl
ain
why
she
was
unab
le to
perf
orm
her
dutie
s or
whet
her
addit
ional
treat
men
ts
woul
d be
requi
red
for
her
cond
232
ition.
The
empl
oyer
gave
the
empl
oyee
extra
time
to
resol
ve
this
“insu
fficie
ncy,”
but
she
neve
r
resp
onde
d.
“I’
M
SIC
K!
YO
U
ME
AN
233
TH
EY
CA
N
FIR
E
ME
?”
Her
e’s
a
hyp
oth
etic
al:
“I’m
havi
ng
surg
ery
and
will
be
off
the
job
for
five
mon
ths.
I’ve
filled
out
all
the
234
City’
s
Fami
ly
Med
ical
Leav
e Act
form
s,
but
they
say
this
will
only
cove
r me
for
12
wee
ks.
DOE
S
THIS
MEA
N
THA
T
THEY
CAN
FIRE
ME
after
12
wee
ks?”
235
Her
e’s
the
ans
wer
:
If the
only
law
prot
ectin
g
you
was
the
FML
A,
then
the
answ
er
coul
d be
yes.
How
ever,
if
you
have
a
medi
cal
cond
ition
236
whic
h
keep
s you
off
the
job
for
mor
e
than
thre
e
mon
ths,
othe
r
laws
com
e
into
play:
Wo
rke
rs
Co
mp
ens
atio
n
First,
if the
medi
cal
cond
ition
is at
all
237
work
-
relat
ed,
your
empl
oyer
will
want
to be
caref
ul
not
to be
accu
sed
of
discr
imin
ating
agai
nst
you
for
filing
a
work
er’s
com
pens
ation
clai
m.
For
this
reas
on, if
you
are
expe
cted
238
to
retur
n to
work
withi
n a
reas
onab
le
time
perio
d, it
is
unlik
ely
that
your
job
will
be
thre
aten
ed.
Ther
e’s a
psyc
holo
gical
com
pone
nt
here,
too:
empl
oyer
s
truly
feel
(and
ofte
n
239
belie
ve
they
are)
mor
e
resp
onsi
ble
for
the
empl
oyee
s
who
are
injur
ed
on
the
job,
than
thos
e
who
are
hurt
or
sick
due
to
non-
work
caus
es.
Fa
mil
y
Me
240
dic
al
Lea
ve
Act
Law
s
Seco
nd,
even
if
your
FML
A
time
runs
out,
you
are
prot
ecte
d by
the
ADA,
by
“Skel
ly”
Due
Proc
ess
and
by
PERS
law.
The
ADA
(Am
erica
ns
241
with
Disa
biliti
es
Act)
requi
res
your
empl
oyer
to
offer
to
cond
uct
an
“Inte
racti
ve
Mee
ting”
with
you,
befo
re
they
can
fire
you,
to
see
whet
her
you
can
perf
orm
you
job,
with
or
242
with
out
“acc
omm
odati
on.”
Acco
mmo
datio
n
coul
d be
part-
time
work
, or
work
ing
at a
desk,
or
with
out
bend
ing
and
liftin
g, or
at a
diffe
rent
job
entir
ely.
The
inter
activ
e
meet
ing
proc
243
ess is
supp
osed
to
expl
ore
thes
e
opti
ons.
Am
eric
ans
wit
h
Dis
abil
itie
s
Act
The
inter
activ
e
proc
ess
take
s
time
and
what
is
said
at
thes
e
meet
244
ings
is
impo
rtant
. If
your
goal
is to
get
the
City
to
wait
an
addit
ional
two
mon
ths,
until
your
doct
or
says
you
can
retur
n to
full
duty,
you
shou
ld
not
ignor
e the
City’
s
offer
to
cond
245
uct
an
inter
activ
e
meet
ing.
Also,
altho
ugh
the
City’
s
invit
ation
may
see
m
infor
mal,
your
job
may
be at
stak
e.
You
shou
ld
not
atte
nd
with
out a
repr
esen
tativ
e.
One
form
246
of
acco
mmo
datio
n
may
be
the
empl
oyer’
s
agre
eme
nt to
provi
de
som
e
addit
ional
leav
e of
abse
nce.
The
Chair
of
Calif
ornia
’s
EEO
C
(the
Equa
l
Empl
oym
ent
Opp
ortu
nity
247
Com
missi
on,
whic
h
recei
ves
clai
ms
of
viola
tion
of
the
ADA)
rece
ntly
state
d, “a
perio
d of
leav
e -
whet
her
for
medi
cal
treat
men
t,
reco
very,
or
train
ing
to
use
adap
tive
equi
248
pme
nt -
is
ofte
n the
reas
onab
le
acco
mmo
datio
n
that
per
mits
a
pers
on
with
a
disa
bility
to
rema
in
gainf
ully
empl
oyed
.”
Alth
ough
the
cour
ts
have
mad
e
clear
that
the
249
leav
e of
abse
nce
need
only
be
reas
onab
le,
and
not
indef
inite,
ther
e is
no
clear
defin
ition
of
“reas
onab
le.”
The
burd
en is
on
the
empl
oyer
to
esta
blish
a
busi
ness
nece
ssity
or
undu
250
e
hard
ship
as
the
reas
on it
can’t
provi
de a
lengt
hy
leav
e of
abse
nce.
You
r
“Sk
elly
”
Rig
hts
Third
,
empl
oyee
s in
Calif
ornia
can’t
be
term
251
inate
d
“for
disa
bility
reas
ons”
with
out
the
right
of
appe
al.
This
is
your
right
to a
“Skel
ly
heari
ng,”
whic
h
deriv
es
from
the
fact
that
your
job is
consi
dere
d a
“pro
pert
y
right
”
252
unde
r the
cons
tituti
on. If
your
empl
oyer
deci
des
that
it
can’t
acco
mmo
date
you
unde
r the
ADA,
it
must
send
you
a
notic
e of
term
inati
on
and
give
you
at
least
five
days
to
appe
al.
This
253
all
take
s
more
time,
and
at
the
heari
ng,
you
have
the
oppo
rtuni
ty to
expl
ain
how
the
City
coul
d
have
acco
mmo
date
d
you,
or
how
it
has
acco
mmo
date
d
othe
r
peop
le
254
but
is
refus
ing
to
acco
mmo
date
you,
or
how
you
are
NO
W
fully
able
to
retur
n to
work
.
Reti
re
me
nt
Dis
abil
ity
Law
Final
ly, if
you
are
vest
ed in
PERS
, or
255
any
of
the
Coun
ty
retir
eme
nt
syste
ms,
and
are
unab
le to
retur
n to
work
due
to a
medi
cal
cond
ition,
the
City
is
oblig
ated
to
file
for
and
be
gran
ted
your
PERS
disa
bility
retir
eme
256
nt
BEF
ORE
they
can
com
plete
ly
term
inate
you.
If
you
disag
ree,
and
belie
ve
that
you
CAN
retur
n to
work
, or
that
the
City
is
failin
g to
prop
erly
acco
mmo
date
you,
you
CAN
appe
al to
257
PERS
not
to
gran
t the
disa
bility
retir
eme
nt.
Did You
Know
That You
Are An
“E
me
rge
ncy
Dis
ast
er
Ser
vic
e
Wo
rke
r”?
258
Und
er
Gov
ern
men
t
Code
3100
all
publi
c
empl
oyee
s in
Calif
orni
a are
consi
dere
d
“Em
erge
ncy
Disa
ster
Servi
ce
Wor
kers.
”
The
law
speci
ficall
y
says
that
“In
the
exer
259
cise
of
the
polic
e
pow
er of
the
state
, in
prot
ectio
n of
its
citiz
ens
and
reso
urce
s, all
publi
c
empl
oyee
s are
here
by
decl
ared
disas
ter
servi
ce
work
ers
subj
ect
to
such
disas
ter
260
servi
ce
activ
ities
as
may
be
assig
ned
to
the
m by
their
supe
riors
or by
law.
”
This
mea
ns
that
in
the
even
t of
natu
ral,
man
mad
e or
war-
caus
ed
eme
rgen
cies,
you
may
be
261
calle
d
upo
n to
serv
e the
need
s of
the
publi
c
BEF
ORE
you
serv
e the
need
s of
your
self
or
your
famil
y. It
mea
ns
that
your
man
age
men
t has
the
right
to
alter
your
job
assig
nme
nt
262
and
direc
t
your
activ
ities.
If
you
are
at
work
, you
can
be
com
pelle
d to
stay
at
work
until
you
are
relea
sed.
If
you
are
at
hom
e,
you
can
be
com
pelle
d to
com
e
into
work
263
, if it
is
safe
for
you
to
do
so.
Wha
t are
your
resp
onsi
biliti
es in
the
case
of
disas
ter?
Only
firefi
ghte
rs
and
polic
e
offic
ers
are
consi
dere
d
“fro
nt
line”
or
first
resp
onde
264
rs.
You
are
NOT
requ
ired
to
put
your
self
in
phys
ical
dang
er.
After
that,
how
ever,
you
are
requ
ired
to
do
what
ever
work
you
are
told
to
do.
All
publi
c
agen
cies
are
265
requ
ired
to
have
a
Disa
ster
Prep
ared
ness
Plan.
Und
er
the
Plan,
speci
fic
indiv
idual
s are
assig
ned
to
carry
out
speci
fic
duti
es,
in
acco
rdan
ce
with
their
train
ing.
If
you
have
266
not
been
direc
tly
invol
ved
in
the
train
ing
exer
cises
, it is
likel
y
that
your
job
class
does
n’t
invol
ve
work
that
woul
d be
consi
dere
d
esse
ntial
duri
ng a
disas
ter.
Non
ethel
ess,
be
267
advi
sed:
you
may
still
be
calle
d
upo
n to
serv
e as
an
Eme
rgen
cy
Disa
ster
Servi
ce
Wor
ker.
Q
ue
sti
on
268
s
&
An
sw
er
s
ab
ou
t
Yo
ur
Jo
b
Eac
h
mo
nth
we
rece
ive
doz
ens
of
que
stio
ns
abo
269
ut
you
r
righ
ts
on
the
job.
The
foll
owi
ng
are
som
e
GEN
ERA
L
ans
wer
s. If
you
hav
e a
wor
k-
rela
ted
pro
ble
m,
feel
free
to
talk
to
270
you
r
Boa
rd
Rep
or
Ass
ocia
tion
Staf
f at
(562
)
433-
698
3 or
cea
@ci
tye
mpl
oye
es.n
et.
Ques
tion:
Can
a
Supe
rviso
r
choo
se to
pay
for
over
time
271
in
the
form
of
pay
rath
er
than
com
p
time
?
Som
e of
us
pref
er to
be
paid
com
pens
ator
y
time
, but
our
supe
rviso
r
isn’t
givin
g us
the
choi
ce.
Ans
wer:
Yes,
a
supe
272
rviso
r can
infor
m an
empl
oyee
that
over
time
is
avail
able
for
pay
only
unles
s
your
MO
U
says
that
the
choic
e
belo
ngs
with
the
empl
oyee
. The
form
of
pay
men
t for
over
time
is a
nego
273
tiabl
e
subj
ect
as
long
as
it’s
paid
(in
com
plian
ce
with
fede
ral
law)
at
time
and
a
half.
Ques
tion:
I
have
a
subo
rdin
ate
who
clai
ms
she
is
aller
gic
to
the
food
274
s
that
we
brin
g in
to
shar
e
(birt
hday
s,
potl
ucks,
etc.).
I
advi
sed
her
that
she
shou
ld
not
eat
thes
e
food
s,
but
then
she
said
that
that
she
feels
“excl
uded
.” I
am
conc
275
erne
d
beca
use
she
brag
s
abou
t her
legal
victo
ries
whe
n
she
feel
discr
imin
ated
agai
nst.
Is
this
discr
imin
atio
n?
Ans
wer:
The
law
proh
ibits
discr
imin
ation
base
d on
race,
sex,
276
religi
on,
natio
nal
origi
n,
physi
cal
disa
bility
,
age,
and
sexu
al
orien
tatio
n. In
most
case
s, a
food
aller
gy
will
not
quali
fy as
a
physi
cal
disa
bility
. We
don’
t
think
that
bring
ing
food
277
to a
party
that
an
empl
oyee
can’t
eat
woul
d
meet
the
test
of
discr
imin
ation
–
parti
cular
ly as
eatin
g the
food
isn’t
man
dato
ry!
Ques
tion:
278
I
want
to
kno
w
whet
her
the
City
has
to
hold
up a
pro
moti
onal
exa
m
for
an
empl
oyee
who
is on
milit
ary
duty
. If
they
don’
t
hold
up
the
exa
m
(ver
bal
inter
view
s)
279
can
they
give
him
an
inter
view
,
with
a
diffe
rent
pane
l, on
a
later
date
? Do
they
have
to
wait
to
fill
the
posit
ion
until
he
has
his
inter
view
?
Ans
wer:
Und
er
Fede
ral
280
law,
empl
oyee
s
calle
d to
activ
e
duty
have
the
right
to
retur
n to
the
sam
e or
simil
ar
posit
ion
as
the
one
they
were
empl
oyed
in at
the
time
of
the
call
up.
The
servi
ce
pers
on’s
281
seni
ority
relat
ed
bene
fits
are
resto
red
upon
retur
ning
to
empl
oym
ent.
The
law
does
not
requ
ire
the
empl
oyer
to
hold
furth
er
adva
nce
men
t
oppo
rtuni
ties
open
until
the
servi
ce
282
pers
on’s
retur
n.
(Ho
wev
er,
the
milit
ary
has
purs
ued
such
adva
nce
men
ts in
tech
nolo
gy
that
it
may
be
possi
ble --
and
a
good
busi
ness
pract
ice --
to
rese
arch
vide
o
chat
(i.e.
283
Skyp
e) to
allo
w for
a
timel
y
inter
view
.
Ques
tion:
I’m
goin
g off
the
job
for 2
wee
ks
for a
mino
r
medi
cal
proc
edur
e. I
want
to
kno
w if
the
City
can
force
me
to
use
the
284
FML
A.
Ans
wer:
Yes,
the
Fami
ly
Medi
cal
Leav
e Act
allo
ws
for
the
empl
oyer
to
dete
rmin
e
that
the
type
of
leav
e
that
the
empl
oyee
is
requ
estin
g
does
quali
fy as
285
FML
A.
This
dete
rmin
ation
is
gene
rally
good
for
empl
oyee
s.
The
FML
A is a
“job
prot
ectio
n”
polic
y.
How
ever,
if
you
belie
ve
that
ther
e is
som
e
dow
nsid
e,
and
that
your
286
proc
edur
e
does
n’t
quali
fy
for
FML
A
cove
rage,
you
can
have
your
medi
cal
provi
der
fill
out
the
docu
men
tatio
n to
supp
ort
non-
FML
A
sick
leav
e
usag
e.
Ques
tion:
For
287
the
last
20
year
s
empl
oyee
s in
our
depa
rtme
nt
have
been
allo
wed
to
wear
shor
ts.
Now
, a
new
man
ager
is
tellin
g us
that
we
must
wear
long
pant
s. Is
ther
e
anyt
hing
we
can
288
do
abou
t
this?
Ans
wer:
Yes,
even
if the
pract
ice
of
wear
ing
short
s
isn’t
writt
en
dow
n,
after
20
year
s it
has
been
esta
blish
ed as
a
“pas
t
pract
ice”
and
cann
ot be
chan
ged
289
with
out
nego
tiatio
n
with
your
unio
n.
The
only
exce
ption
to
this
woul
d
occu
r if
wear
ing
short
s
was
speci
ficall
y
proh
ibite
d
eithe
r by
your
MO
U or
by
som
e
state
safet
y
290
proc
edur
e,
base
d on
your
job
dutie
s.
The
nego
tiatio
ns
on
this
subj
ect,
if the
City
is
ada
mant
abou
t
tryin
g to
mak
e the
chan
ge,
woul
d
inclu
de
discu
ssion
abou
t the
legiti
mate
291
busi
ness
need
of
the
empl
oyer
to
com
pel
empl
oyee
s to
wear
long
pant
s.
Ques
tion:
I was
talki
ng to
a co-
work
er
abou
t the
diffic
ulty
of
my
new
job,
and I
men
tion
ed
that
I was
reall
292
y
stres
sed
and
thin
king
abou
t
resig
ning.
The
next
day I
was
calle
d to
a
mee
ting
with
our
Hum
an
Reso
urce
s
Dire
ctor
who
hand
ed
me a
lette
r
send
ing
me
to a
MAN
DAT
ORY
293
medi
cal
exa
m.
Mus
t I
coop
erat
e
with
this?
I am
not
ill
and
belie
ve
this
is a
form
of
hara
ssme
nt.
Ans
wer:
In
orde
r to
send
you
for a
medi
cal
exa
m,
the
empl
oyer
must
294
sho
w
that
ther
e’s a
“nex
us”
(rela
tions
hip)
betw
een
an
appa
rent
medi
cal
cond
ition
and
the
esse
ntial
dutie
s of
your
job.
Your
com
plain
t
abou
t the
stres
s
coul
d be
such
nexu
s –
or it
295
migh
t
not.
It is
prob
ably
best
to
coop
erat
e
and
go to
the
exa
m, if
you
are
confi
dent
you
are
able
to
perf
orm
your
job.
If
you
refus
e,
you
CAN
requi
re
the
empl
oyer
to
provi
296
de
its
“evid
ence
” of
your
perf
orm
ance
prob
lems
– but
this
will,
most
certa
inly
exac
erba
te
the
stres
s.
At a
later
date,
you
migh
t
consi
der a
hara
ssme
nt
com
plain
t.
Send
ing
you
297
for
an
unne
cess
ary
exa
m
may
be a
form
of
hara
ssme
nt.
Ques
tion:
I am
bein
g
laid
off
and
my
last
day
of
work
will
be
Thur
298
sday
. I
thou
ght
the
City
had
to
give
me
my
payc
heck
imm
ediat
ely
or at
least
withi
n 72
hour
s.
This
is
what
the
Labo
r
Code
says.
Payr
oll is
tellin
g me
that
won’
t
have
my
chec
k till
299
the
end
of
the
pay
peri
od.
Wha
t can
I do?
Ans
wer:
Unfo
rtun
ately
,
publi
c
agen
cies
are
exe
mpt
from
this
labor
code
secti
on.
They
MAY
wait
until
the
end
of
the
pay
perio
d.
300
Ques
tion:
I
gave
the
City
the
form
my
asso
ciati
on
prov
ided
to us
rega
rdin
g
“desi
gnati
on
of
doct
or”
in
case
of
work
-
relat
ed
injur
y,
but
the
City
says
they
will
not
acce
301
pt
this
form
. I
want
to
pre-
desi
gnat
e my
doct
or!
Wha
t
shou
ld I
do?
ANS
WER
:
Your
empl
oyer
is
not
only
requi
red
to
allo
w
you
to
pre-
desig
nate
your
doct
or,
they
302
are
requi
red
to
post
infor
mati
on
abou
t
your
work
ers’
com
pens
ation
right
s,
inclu
ding
the
right
to
pre-
desig
nate.
If
your
empl
oyer
didn’
t
post
the
requi
red
infor
mati
on
and/
or
303
does
n’t
tell
you
abou
t
your
right
to
pre-
desig
nate
your
physi
cian,
you
can
see a
doct
or of
your
choic
e
imm
ediat
ely
after
you
suffe
r a
work
-
relat
ed
illnes
s or
injur
y.
How
ever,
304
no
one
want
s to
have
an
argu
men
t
abou
t
doct
ors
AFTE
R the
injur
y has
occu
rred,
so
we
sugg
est
that
you
call
your
Boar
d rep
or
Asso
ciati
on
staff
now.
We
will
strai
ghte
n the
prob
305
lem
out.
The
law
does
not
esta
blish
what
kind
of
form
you
use
to
notif
y the
City
abou
t
your
choic
e of
doct
or.
Nor
does
the
law
requi
re
that
the
doct
or
sign
the
form
…
306
Ques
tion:
I was
false
ly
accu
sed
of
doin
g
som
ethi
ng
crimi
nal
on
job. I
went
thro
ugh
a
cour
t
trial
and
spen
t
$9,0
00
on a
lawy
er. I
aske
d
the
City
to
prov
ide a
lawy
er
307
for
me
and/
or to
pay
for
mine
, but
my
supe
rviso
r
said
they
didn’
t do
that
sort
of
thing
. I
was
foun
d
com
plete
ly
inno
cent,
and
neve
r
woul
d
have
been
put
thro
ugh
this
if I
308
were
n’t a
publi
c
empl
oyee
.
Shou
ldn’t
the
City
have
defe
nded
me?
ANS
WER
:
Calif
ornia
Labo
r
Code
Secti
on
2802
requi
res
empl
oyer
s to
reim
burs
e
empl
oyee
s for
legal
defe
nse
309
costs
relat
ed to
perf
ormi
ng
their
job
dutie
s. In
orde
r
word
s, if
you
are
perf
ormi
ng
your
job
dutie
s
and
are
char
ged
with
a
crim
e or
sued
by a
citize
n,
the
empl
oyer
is
oblig
ated
310
to
“ind
emni
fy”
you
and
pay
for
your
defe
nse
costs
.
How
ever,
the
law
has
been
modi
fied
since
1995
,
maki
ng it
possi
ble
for
empl
oyer
s to
avoi
d
reim
burs
eme
nt if
they
can
311
argu
e
that
the
alleg
ed
crimi
nal
activ
ity
was
“out
side
the
scop
e of
empl
oym
ent.”
This
usua
lly
invol
ves
char
ges
of
viole
nce
and/
or
sexu
al
activ
ity.
This
does
not
mea
n
that
312
the
empl
oyer
can
avoi
d all
resp
onsi
bility
for
defe
ndin
g
empl
oyee
’s
accu
sed
of
such
activ
ities.
It
just
mea
ns
that
ther
e is
no
blan
ket
answ
er to
your
ques
tion;
each
case
is
“fact
313
speci
fic.”
In
your
case,
since
you
were
foun
d
inno
cent,
it
see
ms
extre
mely
likely
that
your
empl
oyer
was
oblig
ated
to
defe
nd
you.
We
sugg
est
you
file a
griev
ance
to
seek
reim
burs
314
eme
nt.
Feel
free
to
call
staff
for
help
…
Le
ag
ue
of
Cal
ifo
rni
a
Cit
ies
Fil
es
315
Sui
t
Ov
er
Sta
te
“S
eiz
ur
e”
of
Cit
ies
’
Re
de
vel
op
me
nt
Fu
nd
s
The
Leag
ue
316
of
Calif
orni
a
Citie
s
and
the
citie
s of
San
Jose
and
Uni
on
City
hav
e
filed
a
peti
tion
with
the
Stat
e
Supr
eme
Cou
rt
chal
leng
ing
the
cons
titut
317
iona
lity
of
two
rede
velo
pme
nt
bills
whi
ch
wer
e
pass
ed
as
part
of
the
Stat
e
bud
get
in
June
.
The
laws
uit
clai
ms
the
Stat
e’s
acti
on
318
viol
ates
Pro
posi
tion
22,
whi
ch
“co
nclu
sivel
y
and
com
plet
ely
pro
hibit
s
the
Stat
e
seizi
ng,
dive
rtin
g,
shift
ing,
borr
owi
ng,
tran
sfer
ring,
susp
319
endi
ng,
or
oth
erwi
se
taki
ng
or
inte
rferi
ng
with
”
mon
eys
desi
gnat
ed
for
loca
l
gov
ern
men
t.
Pro
p 22
was
the
cons
titut
iona
l
ame
ndm
320
ent
pass
ed
by
61%
of
Calif
orni
a
vote
rs in
Nov
emb
er
201
0.
The
laws
uit
also
asks
the
Cou
rt to
issu
e a
stay
to
prev
ent
the
legis
latio
n
fro
m
321
goin
g
into
effe
ct
until
the
Cou
rt
can
rule
on
the
meri
ts of
the
case
.
The
Leag
ue
mai
ntai
ns
that
the
reve
nue
s
prot
ecte
d by
Pro
posi
tion
322
22
spec
ifica
lly
incl
ude
pro
pert
y
taxe
s
whi
ch
wer
e
allo
cate
d to
Calif
orni
a’s
400
rede
velo
pme
nt
age
ncie
s.
Unl
ess
the
new
law
is
nulli
323
fied,
the
chal
leng
ers
asse
rt,
hun
dre
ds
of
tho
usa
nds
of
jobs
may
be
lost
and
hun
dre
ds
of
com
mun
ities
will
be
left
with
out
revit
aliza
tion
fun
324
ds –
furt
her
addi
ng
to
the
eco
nom
ic
decl
ine.
The
peti
tion
asks
the
Supr
eme
Cou
rt to
mak
e an
initi
al
rulin
g on
the
req
uest
for
stay
by
Aug
325
ust
15.
326